On the assumption that there is less turnover and optimum performance among employees who receive a high level of Job satisfaction, this study was undertaken to obtain data that administration could use in evaluating Job satisfaction among ancillary personnel.

The normative-survey was the method chosen and a standardized tool, the S.R.A, Employee Inventory, developed by the Science Research Associates of the University of Chicago, was employed for collecting the data. Ninety-five per cent of the ancillary staff, in the selected hospital, participated in the study. After tallying the responses to the questionnaire items, the results were sent to the Science Research Associates to be plotted against the national norms.

The seventy-eight statement items were grouped in fifteen categories and these again in six broad areas. Plotting the category results revealed that the general level of morale for the ancillary group was higher than the national norm.

Plotting the category results, also, indicated the areas of strength and weakness. These were shown by marked deviations from the group mean; those above were highly satisfactory areas and denoted strengths; those below showed lack of group satisfaction and denoted weaknesses. Based on this premise, the ancillary group scores disclosed a high level of satisfaction to the following! their work was not dull or monotonous? there was adequacy of equipment? they felt they were paid fairly compared with other employees; there was team work among employees; good employee relations; the supervisor had the work well organized; clarity of orders and Instructions? they were adequately Informed about things they ought to know; the value and meaningfulness of their job; feeling of equality with other employees In the group? and pride In the company.

Those where a lack of satisfaction was felt by the group which indicated weaknesses were: work load, safety program, adequacy of salary and employee benefits, encouragement of employee suggestions. Ineffectiveness of management, lack of knowledge of company plans and development (down-the-line communication), lack of freedom of expression (up-the-line communication), there was a lack of: freedom to use their judgment, feeling of belonging and opportunity for advancement.

Based on the findings of the study it was recommended that (1) all areas average or below should receive Immediate study and methods of improvement initiated, (2) study for Improvement should begin In areas of greatest weakness, (3) results of the study should be presented to the supervisory staff to enable them to take remedial action in areas in which they were involved, (4) explanation should be made to employees of areas which were not amenable to change.

Since the goal of nursing service is optimum patient care, and this can best be achieved by maintaining a stable, efficient staff, it is hoped that this study will be used by the administrative staff to achieve and maintain a high level of job satisfaction among employees. It is further hoped that this study will stimulate interest in that objective.

LLU Discipline





Graduate Studies

First Advisor

Willis K. King

Second Advisor

R. Maureen Maxwell

Third Advisor

Catherine N. Graf

Degree Name

Master of Science (MS)

Degree Level


Year Degree Awarded


Date (Title Page)




Library of Congress/MESH Subject Headings

Job Satisfaction; Nurses



Page Count

viii; 99

Digital Format


Digital Publisher

Loma Linda University Libraries

Usage Rights

This title appears here courtesy of the author, who has granted Loma Linda University a limited, non-exclusive right to make this publication available to the public. The author retains all other copyrights.


Loma Linda University Electronic Theses and Dissertations

Collection Website



Loma Linda University. Del E. Webb Memorial Library. University Archives